working connections: reporting on canada’s first pan- canadian symposium a forum for policy...

Working Connections: Working Connections: Reporting on Canada’s First Reporting on Canada’s First Pan-Canadian SymposiumPan-Canadian Symposium

A Forum For Policy Developers, Career Development A Forum For Policy Developers, Career Development LeadersLeaders

and and

Workplace RepresentativesWorkplace Representatives

Lynne BezansonLynne BezansonExecutive Director of the Canadian Career Development FoundationExecutive Director of the Canadian Career Development Foundation

andand

Michel TurcotteMichel TurcottePrésident de l’Ordre des conseillers d’orientation et des psychoéducateurs du Québec, consultant à Président de l’Ordre des conseillers d’orientation et des psychoéducateurs du Québec, consultant à

Développement des ressources humaines CanadaDéveloppement des ressources humaines Canadaandand

Roberta Neault (BC), Linda Willis (Alta), Conrad Pura, (Sask), and LauraLee Noonan (PEI)Roberta Neault (BC), Linda Willis (Alta), Conrad Pura, (Sask), and LauraLee Noonan (PEI)

Provincial Team MembersProvincial Team Members

22

AgendaAgenda

The VisionThe Vision What and WhereWhat and Where Why, Background and DriversWhy, Background and Drivers Pre-Symposium activitiesPre-Symposium activities SymposiumSymposium Post-SymposiumPost-Symposium

33

The VisionThe Vision

The Symposium will not be:The Symposium will not be: an “event” – success will be determined an “event” – success will be determined

by pre-work and follow-up actionby pre-work and follow-up action a “conference” – but a working sessiona “conference” – but a working session attended by individuals or individual attended by individuals or individual

organizations – but by self-organized organizations – but by self-organized “teams”“teams”

an isolated event – but connected to the an isolated event – but connected to the international guidance movementinternational guidance movement

A “one-off”- but a beginning of a pan-A “one-off”- but a beginning of a pan-Canadian career development, lifelong Canadian career development, lifelong learning and workforce development learning and workforce development strategy strategy

44

Working ConnectionsWorking ConnectionsWhat and WhereWhat and Where

Gathering of Career Development Gathering of Career Development specialists, policy makers and workplace specialists, policy makers and workplace representatives (employers and labour) representatives (employers and labour) whose research, work, policies, hiring whose research, work, policies, hiring and training practices influence the and training practices influence the career aspirations, directions and labour career aspirations, directions and labour force participation of the learner-worker force participation of the learner-worker

Bank of Montreal Learning Institute, Bank of Montreal Learning Institute, Toronto: Toronto: November 17-18, 2003November 17-18, 2003

55

Why now? Background and Why now? Background and DriversDrivers

Part of an International movement Part of an International movement to connect Career Development to connect Career Development with Public Policywith Public Policy

A response to specific A response to specific recommendations from the recommendations from the Innovation and Learning Forums to:Innovation and Learning Forums to:

Strengthen our Learning Culture and Strengthen our Learning Culture and Build an Inclusive and Skilled Build an Inclusive and Skilled

WorkforceWorkforce

66

International PerspectiveInternational Perspective

OECD 14 country Guidance PolicyOECD 14 country Guidance Policy Thematic ReviewThematic Review

““Never before have such powerful Never before have such powerful organisations, simultaneously, had the organisations, simultaneously, had the current intense interest in guidance current intense interest in guidance policy and its links with practice. This is policy and its links with practice. This is not by accident: Guidance is a pivotal not by accident: Guidance is a pivotal part of lifelong and lifewide learning.” part of lifelong and lifewide learning.” (OECD Newsletter) (OECD Newsletter)

77

Why such international interest?Why such international interest?

Lifelong learning is at the centre of Lifelong learning is at the centre of public policy in many countriespublic policy in many countries

Active labour market policies are being Active labour market policies are being tested in many countries to encourage tested in many countries to encourage fuller workforce participationfuller workforce participation

Many countries are facing skill Many countries are facing skill shortages in critical areasshortages in critical areas

A productive “learning and working A productive “learning and working force” is essential to economic growth force” is essential to economic growth and progressand progress..

88

What had happened already in Canada?What had happened already in Canada?

International Symposia, 1999 and 2001International Symposia, 1999 and 2001 Alberta Symposia, 2002 and 2003Alberta Symposia, 2002 and 2003 OECD Guidance Policy Review, 2002 and OECD Guidance Policy Review, 2002 and

2003- Canada Country Note2003- Canada Country Note Innovations Strategy Forums, 2002 and Innovations Strategy Forums, 2002 and

20032003 Career Development and Public Policy: Career Development and Public Policy:

Bridging the Gap – Canada/OECD Bridging the Gap – Canada/OECD Conference, 2003Conference, 2003

Nova Scotia Symposium, 2003Nova Scotia Symposium, 2003

99

ParticipantsParticipants

Provincial and Territorial TeamsProvincial and Territorial Teams (N=3-14) (N=3-14) consisting of:consisting of:

policy makerspolicy makers with responsibility and influence with responsibility and influence in education, employment and/or social policyin education, employment and/or social policy

career development leaders career development leaders with with responsibility and influence in research, training, responsibility and influence in research, training, practice and/or professional associationspractice and/or professional associations

workplace representatives workplace representatives including including industries organized into Sector Councils, small to industries organized into Sector Councils, small to medium size employer representatives, and Labourmedium size employer representatives, and Labour

1010

Participants Participants (cont.)(cont.)

A team of selected representatives from key A team of selected representatives from key national policy, career and employer national policy, career and employer organizations, for example: FLMM, CMEC, CLBC, organizations, for example: FLMM, CMEC, CLBC, CLC, CPRN, TASC, CCC, CCIP, NLWC, CCDFCLC, CPRN, TASC, CCC, CCIP, NLWC, CCDF

A team of selected national and international A team of selected national and international expertsexperts from the OECD Thematic Review on from the OECD Thematic Review on Career Policies and/or Research InstitutesCareer Policies and/or Research Institutes

An HRDC Team of representatives from An HRDC Team of representatives from selected branches whose mandates include selected branches whose mandates include career development, lifelong learning and career development, lifelong learning and workforce developmentworkforce development

1111

Desired Symposium OutcomesDesired Symposium Outcomes

Effective use of career Effective use of career development servicesdevelopment services

Increased knowledge by employers and Increased knowledge by employers and labour about practical and cost effective labour about practical and cost effective ways to use career development ways to use career development services to achieve specific human services to achieve specific human resource planning and workforce goals;resource planning and workforce goals;

Increased knowledge by policy Increased knowledge by policy developers of the economic and social developers of the economic and social impacts of career development services impacts of career development services and the role of policy in supporting and the role of policy in supporting service provisionservice provision

1212

Desired Symposium OutcomesDesired Symposium Outcomes (cont.)(cont.)

Increased responsiveness of Increased responsiveness of career development servicescareer development services

An action agenda for career An action agenda for career development leaders and development leaders and researchers which includes researchers which includes responding directly to workforce responding directly to workforce prioritiespriorities

1313

Desired Symposium OutcomesDesired Symposium Outcomes (cont.)(cont.)

Active ongoing partnershipsActive ongoing partnerships

Sustained mechanisms in each province/ Sustained mechanisms in each province/ territory whereby policy developers, career territory whereby policy developers, career development leaders, employer and labour development leaders, employer and labour stakeholders continue collaboration on stakeholders continue collaboration on lifelong learning and workforce issues; andlifelong learning and workforce issues; and

A permanent pan-Canadian mechanism to A permanent pan-Canadian mechanism to share career development research findings share career development research findings and innovations for use by all provinces/ and innovations for use by all provinces/ territories, as well as pan-Canadian and territories, as well as pan-Canadian and international partnersinternational partners

1414

Pre-Symposium ActivitiesPre-Symposium Activities

Provincial RoundtablesProvincial Roundtables Formation of TeamsFormation of Teams Provincial/Territorial/National Provincial/Territorial/National

Organization Pre-Symposium Papers:Organization Pre-Symposium Papers: « the largest set of data ever collected on « the largest set of data ever collected on

career development in Canada »career development in Canada » Food for Thought PapersFood for Thought Papers NewslettersNewsletters Website: Website:

http://crccanada.org/symposiumhttp://crccanada.org/symposium

1515

Pan Canadian SynthesisPan Canadian Synthesis

Based on:Based on: A Review of all pre-Symposium papersA Review of all pre-Symposium papers Identification of similar issues across papersIdentification of similar issues across papers ““Naming” the issue: Grouping the Focus Naming” the issue: Grouping the Focus

themes within each issuethemes within each issue Assembling the excerpts from the papersAssembling the excerpts from the papers Presenting them randomlyPresenting them randomly

1616

#1 - A Coherent Strategy For #1 - A Coherent Strategy For Service DeliveryService Delivery

Comprehensive vision of career Comprehensive vision of career development services across the development services across the lifespan does not existlifespan does not exist

Current model of service delivery is Current model of service delivery is targeted and crisis based; more targeted and crisis based; more program based than user need basedprogram based than user need based

Many are missed; employed and Many are missed; employed and underemployed are ignoredunderemployed are ignored

1717

#4 - Applied Research#4 - Applied ResearchAAccess and Relevanceccess and Relevance

Workplace issues not well understoodWorkplace issues not well understoodi.e. motivation; work satisfaction; i.e. motivation; work satisfaction;

absenteeism; retention absenteeism; retention - Effectiveness of career development Effectiveness of career development

interventions not tested or interventions not tested or demonstrateddemonstrated

Research agenda with Stakeholder Research agenda with Stakeholder input not developedinput not developed

1818

# 7 - Lifelong Learning and # 7 - Lifelong Learning and Career Development CultureCareer Development Culture

Long Term Comprehensive Long Term Comprehensive Strategy needed to:Strategy needed to: connect learning and career and life connect learning and career and life

goals for individuals goals for individuals build career services into a build career services into a

continuum of services which continuum of services which support learners in making “good” support learners in making “good” choiceschoices

1919

#9 - Skills for Employers and #9 - Skills for Employers and the Workplacethe Workplace

Win-win strategies to meet employer Win-win strategies to meet employer and practitioner needs are not well and practitioner needs are not well developeddeveloped worker productivity (employers)worker productivity (employers) meaningful motivating work meaningful motivating work

(practitioners) (practitioners)

Small employers have few resources Small employers have few resources to support career development for to support career development for employees employees

2020

#11 - Mechanisms for Stakeholder #11 - Mechanisms for Stakeholder partnershippartnership

Mechanisms for Stakeholder Mechanisms for Stakeholder collaboration collaboration sharing of research and knowledgesharing of research and knowledge problem-solving and problem-solving and supporting innovation …… not well developedsupporting innovation …… not well developed

Mechanisms for consumer and worker Mechanisms for consumer and worker voicesvoices … … not well developednot well developed

2121

#12 - Mechanism to support #12 - Mechanism to support and share Researchand share Research

Research exists but is hiddenResearch exists but is hidden

Promising practices are abundant Promising practices are abundant but not sharedbut not shared

International research and International research and promising practices are abundant promising practices are abundant but not knownbut not known

2222

#13 - Career Development in Social, #13 - Career Development in Social, Economic and Community contextsEconomic and Community contexts

Career Development goals include Career Development goals include social inclusion and equality of social inclusion and equality of access and opportunityaccess and opportunity

In many communities, career, In many communities, career, community and economic community and economic development are inseparabledevelopment are inseparable

Implications for roles, training and Implications for roles, training and delivery models are significantdelivery models are significant

2323

Establishing PrioritiesEstablishing PrioritiesISSUESISSUES PolicPolic

yyCareCareerer

WorkplaWorkplacece

TotTotalal

#1 – A Coherent Strategy #1 – A Coherent Strategy

for Service Deliveryfor Service Delivery 3333 3030 2222 8585

#7 – Lifelong Learning and #7 – Lifelong Learning and

Career Development CultureCareer Development Culture 1616 2424 2020 6060

#9 – Skills for Employers #9 – Skills for Employers and the Workplace and the Workplace

44 33 2424 3131

#11 – Mechanisms for #11 – Mechanisms for Stakeholder PartnershipStakeholder Partnership

77 1919 2828 5454

#13 – Career Development #13 – Career Development in Social, Economic and in Social, Economic and

Community ContextsCommunity Contexts

2828 2424 1212 6464

2424

Priority Issues For ActionPriority Issues For ActionPriority Issues For ActionPriority Issues For Action

ISSUE # 1 and 7 : all stakeholdersISSUE # 1 and 7 : all stakeholders Coherent strategy to move lifelong Coherent strategy to move lifelong

learning, career development and learning, career development and community development forwardcommunity development forward

ISSUE # 11 and 13: two stakeholdersISSUE # 11 and 13: two stakeholdersMechanisms for Stakeholder partnership, Mechanisms for Stakeholder partnership, Career, community,economic Career, community,economic

development strategiesdevelopment strategiesISSUE # 9: one stakeholderISSUE # 9: one stakeholder

Skills for Employers and the WorkplaceSkills for Employers and the Workplace

2525

Coherent Strategy – Coherent Strategy – ““Continuum Continuum of Servicesof Services” – define a vision:” – define a vision:

Workforce development approach;Workforce development approach; Individual (not program) based;Individual (not program) based; Action agenda, critical path, Action agenda, critical path,

accountability measures;accountability measures; Economic model;Economic model; Employers and parents as “customers”;Employers and parents as “customers”;

““Inventory” of career providers and Inventory” of career providers and planners neededplanners needed

2626

Strategic LeadershipStrategic Leadership – Find mechanisms: – Find mechanisms:

Secretariat function – to Secretariat function – to communicate actions and results; communicate actions and results; share implementation modelsshare implementation models

National National Clearinghouse/International Clearinghouse/International Centre – good practices, applied Centre – good practices, applied research, evidence-based practiceresearch, evidence-based practice

Periodic working symposia.Periodic working symposia.

2727

Strategic Instruments – use Strategic Instruments – use them as service buildersthem as service builders

Standards and Guidelines for Standards and Guidelines for Career Development Practitioners-Career Development Practitioners-what is missing?what is missing?

Blueprint for LifeWork Designs-for Blueprint for LifeWork Designs-for employers?employers?

Organization Quality Standards Organization Quality Standards (U.K.)(U.K.)

Common language “glossary”Common language “glossary”

2828

Research PanelResearch PanelCRIEVAT; UBC; CPRN; CLBC; AHRSCCRIEVAT; UBC; CPRN; CLBC; AHRSC

Translate/share between English Translate/share between English and French and regionsand French and regions

Get career research on radar Get career research on radar screens of service providersscreens of service providers

Advance the evidence base-What Advance the evidence base-What should we be measuring? should we be measuring?

Clearinghouse function which Clearinghouse function which manages, locates, sorts by manages, locates, sorts by stakeholder, disseminates stakeholder, disseminates

2929

Provincial/Territorial/National Provincial/Territorial/National Organization Action PlansOrganization Action Plans

Working Connections: Issue No. 3Working Connections: Issue No. 3

...........and the day after........................and the day after.............

3030

The BC Team’s GoalThe BC Team’s Goal

To address skill shortage issues and To address skill shortage issues and contribute to workforce development contribute to workforce development goals by strengthening the role of goals by strengthening the role of career development services for career development services for individuals and employers in BCindividuals and employers in BC

3131

BC Team ObjectivesBC Team Objectives

Raise awareness of the role and contributions Raise awareness of the role and contributions of career developmentof career development

Create more effective and extensive Create more effective and extensive partnerships between career practitioners, partnerships between career practitioners, employers and policy makersemployers and policy makers

Improve quality and relevance of career Improve quality and relevance of career development services to BC’s changing development services to BC’s changing economyeconomy

Build greater accountability for results of Build greater accountability for results of career development services, and build the career development services, and build the capacity to show improvements to the “bottom capacity to show improvements to the “bottom line” for businesses and governmentline” for businesses and government

3232

Intended Outcomes for BCIntended Outcomes for BC

• More individuals actively implementing a More individuals actively implementing a meaningful future planmeaningful future plan

• More skilled and connected individualsMore skilled and connected individuals• Increased awareness among individuals, Increased awareness among individuals,

employers and policy makers about the employers and policy makers about the benefits of career development servicesbenefits of career development services

• A labour market that functions efficiently A labour market that functions efficiently (measured by reductions in the number of (measured by reductions in the number of skills shortages, as well as reductions in skills shortages, as well as reductions in skills surpluses)skills surpluses)

3333

Employers

Career Development

Services Individuals

• Effectively manage their workforce

• Support for employees• Able to find and keep

workers with the skills needed

• Able to manage a life of learning and work

• Have the skills to determine their own future

• Able to find work that is fulfilling and self-sustaining

• Support for individuals to research, plan and manage their careers and lives.

• Support for employers in meeting their workforce development goals, including retention and recruitment.

A productive economy with a balanced labour

market

3434

What we’re doing in BC…What we’re doing in BC…

Follow-up teleconferences Follow-up teleconferences Roundtable on February 6Roundtable on February 6

BC Chamber / BC Career Info BC Chamber / BC Career Info PartnershipsPartnerships Increase understanding of demographic shiftsIncrease understanding of demographic shifts Exchange info on skill shortagesExchange info on skill shortages Identify effective career development practicesIdentify effective career development practices Build relationships / Explore partnershipsBuild relationships / Explore partnerships Develop recommendationsDevelop recommendations

3535

And the cost?And the cost?

Realistic action planning for BC mustRealistic action planning for BC must Be within existing fundingBe within existing funding Leverage current resources and Leverage current resources and

programsprograms Connect effectively to other initiativesConnect effectively to other initiatives

““We really can make something happen We really can make something happen without sea changes in policy, new without sea changes in policy, new programs or new moneyprograms or new money.” - Jim Howie, .” - Jim Howie, BC WorkInfoNetBC WorkInfoNet

3636

Post-Symposium ActivitiesPost-Symposium Activities

Symposium Proceedings – (on-line and Symposium Proceedings – (on-line and published), will include all provincial/ published), will include all provincial/ territorial papers, synthesis papers and territorial papers, synthesis papers and contributions from Roundtables as well contributions from Roundtables as well as the proceedings themselvesas the proceedings themselves

www.crccanada.org/symposiumwww.crccanada.org/symposium - will - will be the ongoing resource database for be the ongoing resource database for profiling and sharing post-symposium profiling and sharing post-symposium work at provincial/ territorial/national work at provincial/ territorial/national levels.levels.

3737


Follow-up recommendations Follow-up recommendations actioned and momentum sustained:actioned and momentum sustained:

Pan-Canadian vision – collaboration Pan-Canadian vision – collaboration among national organizations, among national organizations, provinces and territoriesprovinces and territories

Secretariat Function – track Secretariat Function – track Symposium results and spin-off Symposium results and spin-off activitiesactivities

3838


Follow-up recommendations Follow-up recommendations actioned and momentum sustained:actioned and momentum sustained:

National Clearinghouse with National Clearinghouse with international connections: Research, international connections: Research, Policy Models; Models of good practicePolicy Models; Models of good practice

Periodic working SymposiaPeriodic working Symposia

3939

Post-Symposium Activities Post-Symposium Activities (cont.)(cont.)

Outcomes reported at follow-up Outcomes reported at follow-up Innovations Summit 2004Innovations Summit 2004

International cooperation and knowledge International cooperation and knowledge sharing continues:sharing continues:

33rdrd International Symposium Canada Team International Symposium Canada Team participation-Australia, 2005-06participation-Australia, 2005-06

International Centre for Career International Centre for Career Development and Public Policy, Canada a Development and Public Policy, Canada a founding partner.founding partner.

4040

Post-Symposium ActivitiesPost-Symposium Activities-getting connected--getting connected-

Get informed:Get informed:

OECD Canada NoteOECD Canada Note

Guidance studies in 36 countriesGuidance studies in 36 countries

www.oecd.org/els/education/careerguidancewww.oecd.org/els/education/careerguidance

4141


Get informed:Get informed:

Provincial/Territorial PapersProvincial/Territorial Papers

Symposium ProceedingsSymposium Proceedings

www.crccanada.org/symposiumwww.crccanada.org/symposium

4242


Bring results to your Bring results to your organization/associationorganization/association

Host meetings/roundtables on Host meetings/roundtables on Food for Thought articlesFood for Thought articles

Contribute a food for Thought Contribute a food for Thought articlearticle

4343


Make contact with members of Make contact with members of your provincial/territorial team your provincial/territorial team and roundtable participantsand roundtable participants

Become a contributor to the Become a contributor to the follow-up action planfollow-up action plan

4444

WORKING CONNECTIONSWORKING CONNECTIONS

………….TO BE CONTINUED.TO BE CONTINUED

working connections: reporting on canada’s first pan- canadian symposium a forum for policy...

Documents